How far do you want your learning program to take you?
Our learning journey can take you through one of the following services, or a combination of them.
As training and development consultants, we kick off a project by conducting a training needs analysis (TNA). This allows us to identify any performance gap and understand in depth your organization’s objectives.
We then develop a custom learning strategy based on your organization’s history, environment, and specific goals.
Our Seven Steps To Success
Join us in our effective method of designing, developing and deploying successful corporate training programs.
1. A shrewd training needs analysis
The first step to a successful corporate training solution is to find out exactly who needs training, and what kind of training they need. While it can be done in-house, an external perspective and expert advice usually provide fresh insights. The last thing you want is employees questioning the relevance of the training they have just received.
2. The right strategy
We build strategies that are truly based on your needs and goals, and that leverage all of your assets while aiming at the highest possible ROI.
3. The right methodology
We rely on tested and true methodologies (namely ADDIE and AGILE) to develop custom corporate training and development programs that work.
4. Meticulous attention to design
The way a corporate training program is set up, the allocated time, learning techniques and technologies, or the type of metrics and feedback used: all affect the learning outcomes.
5. A sober perspective on technology
There is a general tendency today to think that the latest training technology will do magic. Unfortunately, it doesn't always work that way. It all depends on having the right blend, for the right ends.
6. An environment that is conducive to learning
Training does not take place in a vacuum. A number of factors can influence the outcome of the training process. For example, one should not underestimate the influence of direct supervisors. Employees should know that developing new skills will be to their benefit. Also, learners should have the opportunity to quickly experiment with what they have learned, with pertinent feedback and easy access to the information they need to put their new skills into practice. One key to this is to make sure that managers also receive the appropriate training in order to create a positive learning environment for their resources.
7. Results assessments
Just because participants have a positive feedback to a training course does not mean that it was effective. Learning objectives and feedback are needed, yes, but the right kind of metrics and testing must also be in place to assess the results.
Contact us for more information on how we can develop your custom training and development program.